Our resources give the NC State community access to important reporting tools, educational information and on- and off-campus support.

University Policies

When a bias incident is reported to BIRT, university policies will be taken into account by the Office for Institutional Equity and Diversity in order to decide on the best course of action. These policies help inform decision-making and to educate all parties involved on potential outcomes of a bias incident report.

Timely Action

Incident Response Process

Our streamlined incident response process ensures all bias incident reports are addressed in a timely and efficient manner.

Bias Incident Definitions

NC State’s Equal Opportunity and Nondiscrimination Policy (POL 04.25.05) says that the State of North Carolina has a responsibility “to provide equality of opportunity in education and employment for all students and employees.” In following this policy, we remain committed to prohibiting any action that discriminates, harasses, intimidates, threatens, retaliates against or creates an abusive or hostile educational or working environment for any NC State student faculty or staff member. When bias incidents occur, the Office for Institutional Equity and Diversity (OIED) is obligated to investigate and remedy the situation, including holding violators accountable.

When OIED makes a determination that an incident does not violate any University policy, the incident can still be considered a bias incident.  Other University offices, including the Office of Student Conduct, may refer incidents to BIRT for further consideration to ensure that those who are directly and indirectly impacted feel safe.

The following definitions govern when a Bias Incident has occurred and should be redressed.  Definitions should be consistent with University Policies, Regulations and Rules.  To the extent that they conflict, definitions provided in University Policies, Rules, and Regulations shall govern.

  • Affected Party – Individual or group who consider themselves or their community to have been indirectly harmed by the actions of a Responsible Party.
  • Bias Incident – Any event that intimidates, demeans, mocks, degrades, marginalizes or threatens an individual or group and is directed based upon their actual or perceived protected class.  Although such acts may result in creating a hostile environment and may have a negative psychological, emotional or physical impact on an individual, group, and/or community, they oftentimes do not give rise to a policy violation.  Bias-related incidents can occur without regard to whether the act is legal, illegal, intentional or intentional.
  • DiscriminationUnfavorable treatment experienced on the basis of one’s protected class.  Acts of discrimination can include unfavorable terms or conditions of employment, denial of participation in an academic program or extracurricular activity or denial of a request for a reasonable accommodation based upon disability or religion.  
  • Harassment – Any unwelcome conduct enacted based on an individual’s or group’s actual or perceived protected class that unreasonably interferes with the person’s work or educational performance or creates an intimidating or hostile work or educational environment.  Examples may include, but are not limited to, epithets, images, slurs, jokes, electronic communication or other verbal, graphic or physical conduct.  
  • Hate Crime – A criminal offense (including damage to property, larceny, simple assault, and intimidation) that manifest evidence that the victim was intentionally selected because of the perpetrator’s bias against the victim.  Hate Crimes must be reported to Campus Police.
  • Hate Speech – Speech that offends, threatens or insults an individual or group based on their actual or perceived protected class.
  • Impacted Party – Those who are directly harmed by the actions of a Responsible Party.
  • Protected Class – A group of people who share common characteristics and are protected from discrimination and harassment under federal and state laws, and/or University policy.  are protected from discrimination under federal and state laws, and/or University policy.  NC State University protects students, faculty and staff from discrimination and harassment based on age (40 or older), color, disability, gender identity, genetic information, national origin, race, religion, sex (including pregnancy), sexual orientation and veteran status.
  • Responsible Party – Individual whose actions have harmed others and/or the community.
  • Restorative Practices – Community-building activities designed to empower those directly impacted by bias incidents, to reconcile interpersonal conflict, to reduce social inequality, and to reintegrate people who have been marginalized and outcast.  
  • Supporting Parties – Friends or family of either the Impacted Party or the Responsible Party
  • Vandalism Engaging in an act that intentionally or recklessly damages, destroys, or defaces property of the university or another. (Student Code of Conduct, University Policy 11.35.01)

For a comprehensive list of General Diversity Terminology used by NC State, please visit the Office for Institutional Equity and Diversity website.

Annual Reports

In keeping with our commitment to comprehensive and transparent communication with the university community, we provide annual reports of documented bias incidents for each academic year since BIRT’s organization. These reports detail incidents, incident responses, track trends and report on progress made in incident response and improving the university community.

The first report will be available after the completion of the 2016-17 academic year.

Community Resources

We work with a number of community centers and organizations that offer educational resources and assistance to anyone impacted by bias incidents. These entities collaborate with BIRT to ensure that NC State is a diverse and welcoming environment in which we can all feel safe and included.

National Resources

Other colleges and universities around the United States have recognized the gravity of bias incidents on campus and have provided resources to educate the public on how to respond to such incidents. Equipping others to respond appropriately helps to create a university where students, faculty and staff actively engage with one another to improve our campus culture.

Steps to Intervening in a Bias Act or Bias Crime Inside and Outside the Classroom

Rutgers University – New Brunswick  |  View Resource

Responding to Derogatory Speech with More Speech / Graffiti and Vandalism 

University of Texas – Austin  |  View Resource